Talent Management

Who We Are

[Employer] is the collaborative AI workspace where teams and agents think together. We're building one place where your knowledge, projects, meetings, and AI tools live side by side, so work is faster, clearer, and less fragmented. Millions of individuals, small teams, and large companies run their work on [Employer].

Notinos (our employees) are customer zero in bringing this future of work to life. We care about craft, building things that last, and the belief that great work is still fundamentally human. Our goal isn’t to ship the next feature. Each and every team of Notinos is working to set the standard for how humans work together in the AI era. From building a business’s system of record to making and managing AI agents to automating away the busy work, we care deeply about giving our customers more time for their life’s work.

About the Role:

[Employer] is entering a new chapter of People work: more AI-native, more strategic, and more focused on building systems that help every Notino do the best work of their career. We're building toward a four-pronged People Consulting model:

• Strategic People Partners who steer orgs as the consultative layer closest to the business.
• Talent Management is the systems and programmatic engine layer — talent programs, systems and resourcing work that support our People Partners & talent density.
• People Relations is the primary arm and escalation point for employee relations.
• People Operations owns the operational layer of the end-to-end employee lifecycle, a layer we're increasingly scaling through agentic services.

We are looking for the right person to join our existing Talent Management arm. This person will help define, operationalize, and continuously improve how we grow talent at [Employer]. This role sits at the intersection of talent philosophy, people partner strategy and enablement.

This is not a siloed program role. It is an extension of our strategic People Partner & Talent Management org: someone who brings deep talent management craft, strong business judgment, and the operating muscle to turn philosophy into practice across the company.

This role is based in San Francisco, CA. We work from our offices on Mondays, Tuesdays and Thursdays (our Anchor Days) because we do our best thinking and building together in person. We’re looking for someone who’s excited to work alongside the team during those days.

What You'll Achieve:

1. Maintain and operationalize [Employer]’s talent philosophies

• Codify and evolve our talent philosophies across performance, growth, leadership, career development, internal mobility, early career, and high-performance expectations.
• Translate principles into practical tools, rituals, and operating mechanisms that People Partners and leaders can use.
• Ensure our philosophies stay connected to business needs, company strategy, and the realities of how work is changing.
• Ensure the talent systems we build are durable and make talent expectations clear, consistent, and actionable — without over-programming or adding unnecessary process.

2. Co-build the programmatic layer & talent engine for People Partners

• Help steer and co-build the overall talent enablement engine equipping People Partners to drive higher-quality actions with leaders. If People Partners are consultants, our talent management arm builds the resources to enable talent density.
• Keep our core philosophies aligned with our deployment-ready materials: playbooks, manager guides, conversation frameworks, decision tools, calibration support, and coaching resources.
• Partner closely with strategic People Partner leaders to identify where enablement is needed most and how it should show up in the business. Develop net new, creative strategies aligned with [Employer]’s values and vision.
• Ensure People Partners are not just consuming talent programs, but actively shaping and deploying them with context and judgment.

3. Enable talent density

• Bring the taste, craft, and pattern recognition to understand what different talent segments need to grow.
• Design self-service strategies & actions that help leaders develop talent
• Power up our mechanisms to better identify, engage, stretch, and retain talent.
• Enable our leadership bench.

4. Lead fluid, high-leverage talent strategy projects

This role will flex into the highest-priority talent questions of the moment. Examples of historical and potential high-impact projects include:

• Early career strategy enablement: helping define the scaffolding, manager expectations, growth model, and experience needed to make [Employer] a definitive launchpad for early-career talent.
• Total rewards exploration: partnering with Total Rewards, Talent, and People leaders to explore what recognition could look like in a more AI-native, high-performance environment.
• Role architecture for the next generation of work: rethinking how roles, levels, career paths, and talent systems should evolve as AI changes what people can do.
• Internal mobility and talent flow: partnering with People Ops, Recruiting and People partners in creating clearer, higher-touch pathways for high-slope talent to find the right next opportunity inside [Employer].
• Leadership expectations: supporting the translation of [Employer]’s leadership philosophy into practical enablement for managers and leaders.

Skills You'll Need to Bring:

• Significant experience designing, scaling, and evolving talent management strategies and programs (e.g. performance, talent reviews, succession planning, career architecture, or related initiatives).
• Proven ability to influence senior leaders and drive cross-functional change without formal authority.
• Experience translating ambiguous talent philosophies into scalable tools, frameworks, and operating mechanisms.
• Strong business acumen and organizational judgment, with the ability to connect talent decisions to company outcomes.
• Excitement for reimagining talent management in an AI-native world.

[Employer] is committed to providing highly competitive cash compensation, equity, and benefits. The compensation offered for this role will be based on multiple factors such as location, the role’s scope and complexity, and the candidate’s experience and expertise, and may vary from the range provided below. For roles based in San Francisco, the estimated base salary range for this role is $230,000 - $270,000 per year.

By clicking “Submit Application”, I understand and agree that [Employer] and its affiliates and subsidiaries will collect and process my information in accordance with [Employer]’s Global Recruiting Privacy Policy.

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A Note on AI

You don’t need deep AI expertise for every role, but we do expect every Notino to be intellectually curious, drawn to tinkering and discovery, and excited to use AI as a real collaborator in their work. For some roles, AI fluency is a core requirement — when that’s the case, we'll say so explicitly in the qualifications. People who thrive here don’t treat AI as a novelty. They use it to think better, and make their work easier for others to build on.

Equal Opportunity & Accommodations

We hire talented people from a wide range of backgrounds. If you’re excited about this role but don’t meet every bullet, we still encourage you to apply. [Employer] is an equal opportunity employer and does not discriminate on the basis of any legally protected characteristic. Consistent with applicable law, we will consider for employment qualified applicants with arrest and conviction records. [Employer] provides reasonable accommodations during the application process; if you need one, please let your recruiter know.

[Employer] is proud to be an equal opportunity employer. We do not discriminate in hiring or any employment decision based on race, color, religion, national origin, age, sex (including pregnancy, childbirth, or related medical conditions), marital status, ancestry, physical or mental disability, genetic information, veteran status, gender identity or expression, sexual orientation, or other applicable legally protected characteristic. [Employer] considers qualified applicants with criminal histories, consistent with applicable federal, state and local law. [Employer] is also committed to providing reasonable accommodations for qualified individuals with disabilities and disabled veterans in our job application procedures. If you need assistance or an accommodation due to a disability, please let your recruiter know.